Securing exceptional support is vital for busy executives and high-net-worth individuals across Europe and the United Kingdom. A high-caliber Personal Assistant (PA) can be instrumental in managing complex schedules, coordinating logistics, and ensuring seamless personal and professional operations. However, the process of hiring and potentially sponsoring a Personal Assistant in Europe and the UK has become increasingly complex, shaped by post-Brexit regulations in the UK and varying immigration laws across the European Union. Understanding these rules is essential for compliance and accessing the right talent.

While the demand for skilled PAs remains high, the pathways for bringing talent from outside the EU/UK specifically for standard PA roles are limited due to skill level requirements associated with primary work visa schemes. This guide clarifies the current landscape, focusing primarily on how to legally hire PAs who already have work authorization, explaining the necessary checks, and outlining the significant challenges surrounding direct sponsorship for this role. For businesses navigating this, partnering with specialist EA recruitment services or seeking advice relevant to personal EA services can provide critical expertise.

This comprehensive guide will equip employers with the knowledge needed to navigate the recruitment of PAs in Europe and the UK, ensuring compliance while finding the perfect support professional.

Many employers assume they can sponsor any role if they find the right candidate overseas. However, major work visa routes in both the UK and EU are designed for specific skill levels, which often exclude standard PA positions.

Since mid-2025, the UK’s main Skilled Worker visa route requires sponsored jobs to be skilled at Regulated Qualifications Framework (RQF) Level 6 or above (degree level). Typical PA roles, often classified under Standard Occupational Classification (SOC) code 4215 (Personal assistants and other secretaries), fall below this RQF 6 threshold. Consequently, UK employers generally cannot obtain a sponsor licence or issue a Certificate of Sponsorship (CoS) to hire a new PA from overseas under this route. Transitional arrangements might exist for PAs already on this visa before the rule change, but this is a very limited exception.

Across the European Union, similar principles apply, although rules vary by country.

• EU Blue Card: This scheme is designed for highly qualified non-EU professionals. It typically requires a university degree (relevant to the job) and a salary significantly above the average wage in the host country. Standard PA roles usually do not meet these criteria.
• National Work Permits (e.g., Germany, France, Spain): Individual EU countries have their own work permit schemes. These often involve labour market tests (proving no suitable EU/local candidate is available) and specific skill or salary thresholds. Again, standard PA roles frequently struggle to meet these requirements for non-EU nationals needing sponsorship.

The core message is: Direct sponsorship for a typical PA role from outside the EU/UK is highly challenging and often not a viable option.

Given the sponsorship limitations, the most effective and compliant strategy is to recruit PAs who already possess the legal right to work in your target country (UK or EU member state).

Focus your search on individuals who fall into categories granting them permission to work without needing specific sponsorship for the PA role itself:

• UK: British/Irish citizens, EU nationals with Settled/Pre-Settled Status, holders of Indefinite Leave to Remain, Dependant Visas, Graduate Visas, Youth Mobility Scheme Visas, High Potential Individual Visas, UK Ancestry Visas.
• EU (General): EU/EEA/Swiss citizens (who generally have freedom of movement rights within the bloc), non-EU nationals who are long-term residents, family members of EU citizens, holders of EU Blue Cards (obtained via a previous qualifying role), or those on specific national visas granting open work rights (e.g., spouse visas, graduate schemes in some countries).

Your recruitment advertising should clearly state that candidates must have pre-existing Right to Work.

Verifying a candidate’s right to work before they start employment is a strict legal obligation for employers in both the UK and across the EU. Failure carries severe penalties.

• UK Process: Employers must conduct checks using either the Manual Check (for British/Irish citizens with physical documents) or the Online Check (for most others, using their share code and date of birth via the GOV.UK service). Accurate, dated records of these checks must be kept.
• EU Process: Procedures vary by country. Generally, employers must inspect original documents (passports, national ID cards for EU citizens; residence permits, visas for non-EU nationals). Some countries are implementing digital verification systems. Employers must typically retain copies of verified documents and comply with local registration requirements. Ignorance of local laws is not a defense. Consulting local legal counsel or EA recruitment services with EU expertise is highly recommended.

Carefully defining the role can sometimes impact eligibility, although rarely enough to enable sponsorship for a standard PA.

If the role primarily involves diary management, travel booking, correspondence, expense management, and potentially personal errands, it firmly falls into the non-sponsorable PA category.

If the role genuinely involves significant strategic input, high-level project management, financial oversight, or managing other administrative staff, it might potentially be scoped and classified under a different SOC code (UK) or job category (EU) that does meet the required skill level (e.g., RQF 6 in the UK). Examples could include certain Office Manager or Project Coordinator roles. However, this is complex:

• The role duties must genuinely match the higher-level classification. Misclassification carries significant compliance risks.
• Even if the role qualifies, the candidate must still meet all other visa requirements (e.g., English language, potentially specific qualifications).
• Salary thresholds for these higher-level roles will be greater.

Consulting with immigration lawyers or specialist EA recruitment services is essential before attempting this approach.

With sponsorship largely off the table for new overseas hires, focus on effective domestic or intra-European recruitment.

Be specific about required skills (languages, software proficiency, organizational ability), experience level, and personality traits (discretion, proactivity, cultural fit). Specify language requirements (e.g., “Fluent English and German essential”).

Utilize local job boards specific to the UK or relevant EU countries (e.g., StepStone in Germany, InfoJobs in Spain). Leverage professional networks like LinkedIn, focusing searches on candidates already based in your target location.

EA/PA recruitment services operating in the UK and Europe are invaluable. They possess:

• Deep Market Knowledge: Understanding local talent pools, salary benchmarks (e.g., London vs. Paris vs. Berlin vs. Madrid), and cultural nuances.
• Access to Candidates with Work Rights: Their networks primarily consist of individuals already eligible to work locally.
• Expert Vetting: Skills in assessing language proficiency, technical abilities, soft skills (especially discretion), and cultural fit.
• Compliance Guidance: Awareness of Right to Work check requirements and local employment laws.

Hiring a Personal Assistant in Europe and the UK requires a shift in mindset away from the assumption of easy sponsorship for non-resident candidates. Due to stringent skill level requirements for primary work visa routes, direct sponsorship of standard PA roles is generally not feasible for new hires from overseas.

The most effective and compliant approach involves focusing recruitment efforts on the rich pool of talent already possessing the Right to Work within the UK or the relevant EU country. This necessitates clearly defining the role, utilizing targeted sourcing strategies, and meticulously adhering to mandatory Right to Work verification procedures. For complex situations or navigating the nuances between PA, EA, and potentially sponsorable roles, partnering with specialist EA recruitment services provides essential expertise, ensuring you find the perfect, legally employable PA to support your operations.